What do I do if someone asks to work from home?

With the hybrid work model on the rise, not to mention the recent law changes that will give employees the right to petition for a more flexible working arrangement, such a request will inevitably land on your desk at some point.

No matter your initial response, it’s important to remember that having an employee approach you with a request is a form of trust. The fact that they feel either confident or desperate enough to bring this to you is important in itself, so, it’s imperative they don’t feel dismissed out of hand. Make sure to listen or read their request carefully, and don’t wait too long to respond to them.

Hybrid model on the rise

In a post pandemic world, it’s hard to come up with legitimate reasons for why most employees should have to come into the office every day. Staff know this and have, very legitimately, been using it to their advantage. Different people have different requirements, and some people work far better from home than in an office.

Not to mention that with the general popularity of the hybrid work model, an increasing number of workers have outright quit when faced with a lack of flexibility from their employer, so this is certainly something to keep in mind. Times are ever-changing, and holding on to a model that is falling rapidly out of favour can lead to a stagnant workplace and a lack of fresh talent.

Open communication is key

We talk about open communication a lot, but it’s one of the most important things for a healthy relationship of any kind. As a leader, you don’t want your team member to think that your relationship is a one-way street. Even with the new law in place, you’re not required to approve a request to work from home. However, even if your staff member doesn’t outright quit, refusing the request without a proper explanation can damage the working relationship and lead to further friction in future.

When in doubt, making a good old pros and cons list might help shed some light on your particular situation. It will also help you when putting together an explanation for your employee. Ideally, some form of compromise is possible so you can show your team member that you’re considerate of their needs.

An informal request or something more permanent?

There are a variety of reasons individuals may seek to work from home; anything from travel to family commitments to one off events.

For one off requests, it’s useful to understand why someone would like to work from home; as mentioned before, communication is key! When there is an ad hoc request, whether it’s to attend an appointment, or support with a busy work schedule, a bit of quiet home working can be a blessing when those emails are piling up! If your staff member can complete their role at home, then allowing a one-off work from home day shows trust and allows them some flexibility.

More permanent requests may come in the form of a Flexible Working request. Did you know that everyone has the right to make a flexible working request from day 1 of employment? And that you can make 2 requests in a 12-month period? If a formal flexible working request comes through, it is important that you follow the Flexible Working request process. As an overview of this, you must; Consult with the employee, give a final response within 2 months (including an opportunity for appeal) and confirm the outcome in writing. If the request is declined, you must attribute it to one of the predefined reasons. Granting or declining a flexible working request could mean the difference between your staff member staying in your business or leaving.

HR has your back

Sometimes all you need is a little external support. As HR consultants we are aware of HR trends—both past and present—and can offer a different perspective, in line with the way the business world is moving. We can help you tackle difficult conversations, and we can help you work through the pros and cons of a request, and the potential compromises as we have seen hundreds of requests before and understand how they work in practise.

If you have received a request, please do reach out to use for help. The way you manage the request is so important, both from a legal perspective but also in maintaining a positive working relationship with your team.

Any questions, or just like to have a chat? We would love to hear from you, just drop us an email to [email protected]

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